PMA Unit 5 Performance Management Planning PPT Final
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C o n f i d e n t i a l 1 Program : MBA Semester : IV Subject Code : MU0016 Subject Name : Performance Management and Appraisal Unit number : 5 Unit Title : Performance Management Planning Lecture Number : 5 Lecture Title : Performance Management Planning HOME NEXT
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Transcript of PMA Unit 5 Performance Management Planning PPT Final
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Unit number : 5
Lecture Number : 5
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NEXT
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To define performance management planning.
To list out the responsibilities of a manager in performance planning.
To explain the responsibilities of employees in performance planning.
To discuss how to draw up different plans for performance, development and work.
To comprehend the evaluation of performance planning.
Unit-5 Performance Management Planning
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that they accomplish the planned and agreed results.
The performance and development plan, which is the outcome of performance planning is the framework for performance management.
The first and very important process in performance management is performance planning.
In this unit, we will discuss the:
Responsibilities of a manager and employee in performance planning.
Evaluate performance planning.
*
*
Performance Management Planning
The process of creating and setting forth the strategic plans for managing
the performance of employees in order to achieve organisational success
is called performance management planning .
Performance management plan:
To establish it the organisation should be understood from the employees’ perspective.
Is used to develop a workforce training program to train the present employees who have potential for greater performance.
Assists employees to understand what is expected from them and provides managers a base for monitoring the performance levels of the subordinates.
Unit-5 Performance Management Planning
*
*
In the figure :
The input to the performance planning process is a discussion between manager and employee.
The outputs of the performance planning process are an agreement on objectives and standards, a work plan, agreement on measures and a personal plan.
*
*
Performance agreement is the output of performance planning. The following aspects of performance expectations are defined in performance agreement:
Role requirements.
Knowledge, skills and capabilities.
Performance measures and indicators.
Unit-5 Performance Management Planning
Role requirements
These are the role profiles in the form of the key result areas of the role, setting out details of what the role holder is expected to achieve .
Role profiles contains organisation’s competency framework that describes the knowledge and skills required to achieve the role objectives and any particular behavioural requirements.
Present role profile is reviewed and altered if necessary, or a new role profile is created.
Objectives and standards of performance
Objectives express something that has to be accomplished. Objectives, or goals define what organisations, functions, departments and individuals are expected to achieve over a period of time.
Objectives can be work-related, referring to the achievement of role requirements. They can also be personal, taking the form of developmental or learning objectives which are concerned with what individuals should do to enhance their knowledge skills and potential and to improve their performance or change their behaviour in specialised areas.
The performance standard definition is in the form of a statement.
The statement declares that performance will be up to standard if a desirable, specified and observable result happens .
Knowledge, skills and capabilities
The are definitions of skills and competencies that each role holder has to know to be able to perform well and to know how they are expected to behave in particular aspects of their role are given here.
Performance measures and indicators
The performance agreement has the description of measures jointly agreed upon by the manager and the employees to assess the extent to which objectives and standards of performance have been achieved .
Performance is measured using a rating scale.
The rating-scale format can either be behavioural or graphic, which simply presents a number of scale points along a range.
Corporate core values or requirements
*
*
Responsibilities of Manager in Planning Process
There are six basic responsibilities of a manager. These responsibilities can be classified into two:
Responsibilities that the manager has to work on with the employees
before the performance planning meeting.
Responsibilities accomplished during the performance planning meeting.
Unit-5 Performance Management Planning
Before the meeting, the manager has to:
Re-examine the organisation’s mission statement, or vision and values, and team’s goals.
Understand the employee’s job description.
Identify important competencies that are expected from the employees in performing the job.
Determine what can be considered as completely successful performance in each area.
During the meeting the manager has to:
Discuss and come to agreement with the employee on the important competencies, key position responsibilities, and goals.
Discuss and come to agreement on the employee’s development plan.
C o n f i d e n t i a l
The employees have seven responsibilities which can be classified into two:
Responsibilities before the meeting.
Responsibilities after the meeting.
Unit-5 Performance Management Planning
Before the meeting the employees should:
Go through the organisation’s mission statement and their department or team goals.
Review their job description and determine their important responsibilities.
Consider their roles and identify the important goals they should achieve in the upcoming appraisal period.
Think about what they consider to be completely successful performance in each area.
During the meeting , the employee has to:
Discuss and come to agreement with the manager on the important competencies for their job, key position responsibilities, and goals.
Discuss with the manager and come to an agreement on their personal development plans.
Create notes on a working copy of the performance appraisal form.
By the end of the performance-planning process, the employee should:
Understand that the manager is more interested in creating success than in finding fault later.
Sense that the manager is ready to help the employee.
Understand that the manager identifies that the employee has considerable knowledge and capability to increase productivity and achieve greater success in the job assigned.
Have a sense that the employees and the manager are on the same side on the same wavelength and they share similar goals and concerns.
*
Unit-5 Performance Management Planning
In order to grow and prosper every organisation has to pay attention to some tasks .
The two documents which help employees in an organisation fulfil the expectations are performance or development plan and work plan.
The development plan and the work plan deal with the base and substance of every employee’s work life.
The work plan is one way of providing information and feedback to employees.
HOME
NEXT
PREVIOUS
Every performance and development plan should help the employees to:
Analyse the areas of performance that requires improvement.
Understand what skills or competencies need to be developed to develop performance in any particular area.
Recognise training requirements to improve performance.
Recognise the support the manager can give to improve performance,
Discuss with the manager and agree upon development and training actions.
The work plan helps employees to:
Understand clearly the job responsibilities or project that has to be focused on in the next six months.
Recognise the activities that have to be achieved to successfully carry out the responsibilities or projects.
Have an understanding of the expected results.
*
C o n f i d e n t i a l
To prepare performance agreements and plans the outcome of periodic review meetings are used.
Reviews are held, often informally, at any time of the year.
The performance agreement is expected to modify or needs to be updated during the year, but still it has to hold its value as a source to set direction, measure progress and establish priorities.
The evaluation of performance planning process is very essential to measure the progress of employees individually and the organisation as a whole.
Evaluate Performance Planning Process
Unit-5 Performance Management Planning
NEXT
HOME
PREVIOUS
*
Summary
The starting point of the performance management cycle is performance planning.
Performance agreements are used to set the direction and form the source for measurement, feedback, assessment and development in the performance management process.
The performance or development plan and work plan are two documents which help employees in an organisation fulfil the expectations of organisation.
Unit-5 Performance Management Planning
*
*
1. Define performance management planning.
Ans. The process of creating and setting forth the strategic plans for managing the performance of employees in order to achieve organisational success is called performance management planning.
2. Mention the contents of performance agreement.
Ans. The contents of performance agreement are role requirements, objectives and standards of performance, knowledge, skills and capabilities, performance measures and indicators, and corporate core values or requirements.
Unit-5 Performance Management Planning
HOME
NEXT
PREVIOUS
*
Activity
Assume that you are an employee of RBC Company. You have been called in for a performance planning meeting , with the manager. What are the various preparations, you will have to make before you attend the meeting.
Unit-5 Performance Management Planning
Unit number : 5
Lecture Number : 5
HOME
NEXT
*
*
To define performance management planning.
To list out the responsibilities of a manager in performance planning.
To explain the responsibilities of employees in performance planning.
To discuss how to draw up different plans for performance, development and work.
To comprehend the evaluation of performance planning.
Unit-5 Performance Management Planning
HOME
NEXT
PREVIOUS
*
HOME
NEXT
PREVIOUS
*
that they accomplish the planned and agreed results.
The performance and development plan, which is the outcome of performance planning is the framework for performance management.
The first and very important process in performance management is performance planning.
In this unit, we will discuss the:
Responsibilities of a manager and employee in performance planning.
Evaluate performance planning.
*
*
Performance Management Planning
The process of creating and setting forth the strategic plans for managing
the performance of employees in order to achieve organisational success
is called performance management planning .
Performance management plan:
To establish it the organisation should be understood from the employees’ perspective.
Is used to develop a workforce training program to train the present employees who have potential for greater performance.
Assists employees to understand what is expected from them and provides managers a base for monitoring the performance levels of the subordinates.
Unit-5 Performance Management Planning
*
*
In the figure :
The input to the performance planning process is a discussion between manager and employee.
The outputs of the performance planning process are an agreement on objectives and standards, a work plan, agreement on measures and a personal plan.
*
*
Performance agreement is the output of performance planning. The following aspects of performance expectations are defined in performance agreement:
Role requirements.
Knowledge, skills and capabilities.
Performance measures and indicators.
Unit-5 Performance Management Planning
Role requirements
These are the role profiles in the form of the key result areas of the role, setting out details of what the role holder is expected to achieve .
Role profiles contains organisation’s competency framework that describes the knowledge and skills required to achieve the role objectives and any particular behavioural requirements.
Present role profile is reviewed and altered if necessary, or a new role profile is created.
Objectives and standards of performance
Objectives express something that has to be accomplished. Objectives, or goals define what organisations, functions, departments and individuals are expected to achieve over a period of time.
Objectives can be work-related, referring to the achievement of role requirements. They can also be personal, taking the form of developmental or learning objectives which are concerned with what individuals should do to enhance their knowledge skills and potential and to improve their performance or change their behaviour in specialised areas.
The performance standard definition is in the form of a statement.
The statement declares that performance will be up to standard if a desirable, specified and observable result happens .
Knowledge, skills and capabilities
The are definitions of skills and competencies that each role holder has to know to be able to perform well and to know how they are expected to behave in particular aspects of their role are given here.
Performance measures and indicators
The performance agreement has the description of measures jointly agreed upon by the manager and the employees to assess the extent to which objectives and standards of performance have been achieved .
Performance is measured using a rating scale.
The rating-scale format can either be behavioural or graphic, which simply presents a number of scale points along a range.
Corporate core values or requirements
*
*
Responsibilities of Manager in Planning Process
There are six basic responsibilities of a manager. These responsibilities can be classified into two:
Responsibilities that the manager has to work on with the employees
before the performance planning meeting.
Responsibilities accomplished during the performance planning meeting.
Unit-5 Performance Management Planning
Before the meeting, the manager has to:
Re-examine the organisation’s mission statement, or vision and values, and team’s goals.
Understand the employee’s job description.
Identify important competencies that are expected from the employees in performing the job.
Determine what can be considered as completely successful performance in each area.
During the meeting the manager has to:
Discuss and come to agreement with the employee on the important competencies, key position responsibilities, and goals.
Discuss and come to agreement on the employee’s development plan.
C o n f i d e n t i a l
The employees have seven responsibilities which can be classified into two:
Responsibilities before the meeting.
Responsibilities after the meeting.
Unit-5 Performance Management Planning
Before the meeting the employees should:
Go through the organisation’s mission statement and their department or team goals.
Review their job description and determine their important responsibilities.
Consider their roles and identify the important goals they should achieve in the upcoming appraisal period.
Think about what they consider to be completely successful performance in each area.
During the meeting , the employee has to:
Discuss and come to agreement with the manager on the important competencies for their job, key position responsibilities, and goals.
Discuss with the manager and come to an agreement on their personal development plans.
Create notes on a working copy of the performance appraisal form.
By the end of the performance-planning process, the employee should:
Understand that the manager is more interested in creating success than in finding fault later.
Sense that the manager is ready to help the employee.
Understand that the manager identifies that the employee has considerable knowledge and capability to increase productivity and achieve greater success in the job assigned.
Have a sense that the employees and the manager are on the same side on the same wavelength and they share similar goals and concerns.
*
Unit-5 Performance Management Planning
In order to grow and prosper every organisation has to pay attention to some tasks .
The two documents which help employees in an organisation fulfil the expectations are performance or development plan and work plan.
The development plan and the work plan deal with the base and substance of every employee’s work life.
The work plan is one way of providing information and feedback to employees.
HOME
NEXT
PREVIOUS
Every performance and development plan should help the employees to:
Analyse the areas of performance that requires improvement.
Understand what skills or competencies need to be developed to develop performance in any particular area.
Recognise training requirements to improve performance.
Recognise the support the manager can give to improve performance,
Discuss with the manager and agree upon development and training actions.
The work plan helps employees to:
Understand clearly the job responsibilities or project that has to be focused on in the next six months.
Recognise the activities that have to be achieved to successfully carry out the responsibilities or projects.
Have an understanding of the expected results.
*
C o n f i d e n t i a l
To prepare performance agreements and plans the outcome of periodic review meetings are used.
Reviews are held, often informally, at any time of the year.
The performance agreement is expected to modify or needs to be updated during the year, but still it has to hold its value as a source to set direction, measure progress and establish priorities.
The evaluation of performance planning process is very essential to measure the progress of employees individually and the organisation as a whole.
Evaluate Performance Planning Process
Unit-5 Performance Management Planning
NEXT
HOME
PREVIOUS
*
Summary
The starting point of the performance management cycle is performance planning.
Performance agreements are used to set the direction and form the source for measurement, feedback, assessment and development in the performance management process.
The performance or development plan and work plan are two documents which help employees in an organisation fulfil the expectations of organisation.
Unit-5 Performance Management Planning
*
*
1. Define performance management planning.
Ans. The process of creating and setting forth the strategic plans for managing the performance of employees in order to achieve organisational success is called performance management planning.
2. Mention the contents of performance agreement.
Ans. The contents of performance agreement are role requirements, objectives and standards of performance, knowledge, skills and capabilities, performance measures and indicators, and corporate core values or requirements.
Unit-5 Performance Management Planning
HOME
NEXT
PREVIOUS
*
Activity
Assume that you are an employee of RBC Company. You have been called in for a performance planning meeting , with the manager. What are the various preparations, you will have to make before you attend the meeting.
Unit-5 Performance Management Planning
